Resourcing Talent Assignment

Activity A (1000 words) 4 calculates that necessitate an formations approach to attracting genius * The type of talent they look to attract I mean which competencies will be more suitable to the job they want. * The sector which the organization is operating in. As some sectors are much easier to find the talents than others. As sometimes so sectors got many employees working in than others for instance, in Egypt, It is much easier to find talents in tourism and hospitality sector than to find in Nuclear energy sector Corporate culture and how they seize the new employees As this a major factor that would affect their approach I mean to do it publicly so the employees know that the company is hiring a new CEO or that should be through with(p) secretly. * The size of the company is a crucial factor Big businesses impress job candidates by offering a bevy of benefits, brand-name recognition and maybe in time a big coffee brand name in the lobby of the company. The power of their brand is decidedly would affect their way. As big brands are comfortably to attract talents compared to a nameless brand.The resources available to them (financial and otherwise) that is why they would chose an easy to way to attract the talent (the enlisting method they would use) and their natural selection methods would be very baffling to select the beaver from the big pool of candidates they hitch (attracting company). 3 organization benefits of attracting and retaining a diverse hands Recruitment reflections benefitRecruiting and maintaining a diverse workforce has its effect on the talents pool that any organization has in its blood stream.Widening the view for recruitment for all ethnic groups, unalike sexes, and different religions will definitely help to have all types of talents in the same place that will be reflected on the business outcomes. ReputationEnhancing the organizations reputation and escort with external stakeholders. Many observational studies and surveys have tried to explore this area and its impact on any organization and its business.One of them had a reflective results, as its findings revealed that of the mess surveyed that were currently employed, 58 percent would take a job with a company that had a bad reputation of diversity if they were offered more money. However, on average, these individuals would provided consider the job if offered double their current salary. So it is quite clear how diversity in the workplace is now considered one of the attractions to any employee and how its absence would affect the comprise of operations. Culture benefitManaging remedy the impact of globalization and technological changeImproving knowledge of how operate in different cultures. 3 factors that affect an organizations approach to recruitment and selection Legal framework and working ethicsAs the unlawful discrimination is prohibited, fairness and equality of opportunity could have licit requirements to be considered in the recruitment and selection runes. BudgetBudget is one of the crucial issues in any organization approach to recruitment and selection. For different types of recruitment methods, they have a variable cost For example the price of online recruitment websites is very low if compared to other recruitment methods like head hunters.And relying on different selection methods is highly affected by the budget, such as relying on assessment centers needs expertise and more cost compared to CV database, and so on. availability of required job or post Knowing how many bulk are specialized in the vacant positions will affect the approach of the organization to recruitment and selections methods. I mean for instance, if we are looking for a vacant position of janitor, there will be no need to have an online ad or national press ad or assessment center as a tool to select the candidates.While if we got a vacant of senior adviser IT or business expert, definitely these functions and tools might be applied to recruit because we might need a high voice tool to reach everyplace so online or press ads might work and also this post is not common to find. How important is the post for the organization and it is train on the structureThe level that the vacant position is working in in any organization definitely would affect the approach of any organization to select the recruitment and selection methods to use.For example, if the required employee is in the high level or for executive position, those people who might be interested are not normally, at least in our region, apply through general email or address though, so head hunters might be a great tool for such positions. give-and-take comparing and contrasting the benefits of 3 different selection methods 1. Assessment centers * They are far more accurate than a standard recruitment process as they allow a broader range of selection methods to be used during the process. They enable interviewers to assess existing p erformance as well as predict approaching job performance. * They give the opportunity to assess and differentiate between candidates who seem very similar in quality on paper. * They give the candidates a better insight into the role as they are tested on exercises typical for the role they have applied for. * They help employers build an employer brand. Candidates who attend assessment centres which genuinely reflect the job and the organisation are often impressed by that company, even if they are rejected. The cost of an assessment centre is usually cheaper compared with the potential cost of many recruitment phases and the cost of recruitment errors. * They are a fair process they complement an organisations diversity agenda and ensure that people are selected on the basis of merit alone. 2. Typical and structured interviewsWhen it comes to evaluating the advantages of typical structured interviews, the main advantage is that all the applicants have an equal opportunity to establish that they have the required skills and hump for the job.Additionally, as an initial selection process, the structured interview questions are basically set up in a style which allows the interviewer to obtain all the initial data as well as professional details that he or she would want to know about every applicant. 3. Telephone book binding * Telephone interviews are simpler to arrange, and the process it ego takes much less time than face-to-face interview sessions. * When using this method as an initial screening process, the cost of interviewing a large number of candidates is much lower than if they were interviewed in person. Telephone interviewing also cuts costs when candidates live far away, since most businesses reimburse interviewee act expenses. Using the telephone to screen out unsuitable candidates can greatly reduce these costs. * This format is an ideal way to assess a candidates telephone manner. This is particularly helpful if the job requires tele phone communication skills or is heavily customer-service based. Activity B-Portfolio and Interview Observation Introduction The HR department has followed a recruitment process for overgorgeing a vacancy request for Office Manager at ALICO.The recruitment process outlined below highlights the main elements for filling this vacancy which includes planning Identifying need for recruitment Setting the criteria for the job ( drafting job description, person specifications, set of competencies) Resourcing drafting a job ad Short listing interview-based power Selection notch of Employment Reason for Recruitment There are three main reasons why we are recruiting for the position of Office Manager at our company 1) Growth in Business Operations Our insurance company is growing and consequently the business is increasing.We need employ a senior faculty member to manage the growing number increasing set of responsibilities and functions at the First Nations Office. 2) Change in Busines s Objectives Need for diversity in name of nationality is necessary to align with the trend of Emiratisation across business sectors in the UAE. In this berth, a Emirati national would be preferred as likely candidate to fill this position. 3) Employee Exit the person previously in charge running the overall office services at the First Nations Office has been re-located to another branch in a different country.A new group member is required to run the existing operation and ensure efficiency and control over them and in case of additional functions. Job Description Position Office Manager PURPOSE The office Manager is responsible for organizing and coordinating office operations and procedures in gear up to ensure organizational effectiveness and efficiency. SCOPE The Office Manager reports to the senior Administrative Office and is responsible for providing office management services to the First subject area Office.This includes maintain office services and efficiency, suprr visi9ng office module and maintain office records. RESPONSIBILITIES halt Office Services Main Activities Design and lend oneself office policies pretend standards and procedures Organize office operations and procedures Supervise office staff Monitor and record long distance calls Prepare time sheets Control correspondence look stick out and bring requisitions Liase with other agencies, organizations and groups Update organizational memberships Maintain office equipment Supervise Office StaffAssign and monitor clerical and secretarial functions Recruit and select office staff Orient and train employees Provide on the job and other training opportunities Supervise staff Evaluate staff performance Coaching and disciplining staff Maintain Office Records Design filing system warrant filing systems are maintained Define procedures for record retention Ensure protection and security of files and records Ensure effective transfer of files and records Transfer and dispose records a ccord to retention schedules and policies Ensure personnel files are up to date and secure.Maintain Office Efficiency Plan and implement office system, layout and system procurement Maintain and replenish inventory Check stock to determine inventory levels Anticipate needed supplies Verify receipt of supply Perform other related duties as required. 3. Person Specification Form Position RequiredOffice Manager DepartmentFirst Nations Office mendAbu Dhabi Essential Desirable Assessment Method Qualification BA in Business Management or equivalent X CV CIPD certificate in HR X CV pick up Minimum 4 years in Management X CV Minimum 2 years in HR functions X CV experience and skills Ability to use MS Office competently X Interview Ability to design and manage administrative systems X CV, interview Writing procedures and policies X Interview Basic Financial skills X Interview Managing records X Interview Good oral and writing skills in Arabic and English x Interview Ex cellent Organization skills X Interview Knowledge of time management applications X Interview Leadership skills X CV, InterviewMentoring and coaching X Interview Interview Assessment Form Candidates NameHayya Al Ali PostOffice Manager PanelistsMonette, Mustafa, Moamen, Abdulaziz Date27th June 2012 accounting (1-5)1 No-low essay 5 Meets competency fully Comments Competencies 3 * Candidate seemed surefooted and has a positive attitude. * Demonstrated interest in working for ALICO * Candidate showed hatchway since she gave brief information about ALICO * She is familiar with IT systems due to her academic formation. * CIPD certificate provides knowledge on HR. She has knowledge on how to combine HR and IT -Overall Impression-Academic/Work Experience * Why have you chosen to apply to this position? * Tell me about a typical day at work? * Why did you decide to do the CIPD certificate? How are you applying it? 4 * Displayed fluency in English and Arabic * Able to express herse lf easily * Low tone when speaking but confident * Displayed coordination skills with large groups (10+) as per her role in committees. * Displayed skills in communicating message across to staff through her induction program which she gives across departments. She gave examples on how empathy and auditory sense skills helped her build rapport with her team members. * Able to communicate with senior managers and entry level employees * Displayed her skill in convincing and influencing where she argued her case regarding an employee based on evidence and the benefit for the company. * Displayed experience in presentation design and delivery through her work in committees and induction Essential CompetencyCommunication and InfluenceCommunicates clearly and effectively with a spacious variety of people both formally and informally. . Please explain a time or situation when you had to communicate your views or ideas to senior management to get support? 2. What were the problems encoun tered? How did you handle them? 3. Here you mentioned committee involvement, tell me more about this experience. 4 * Displayed skill in working within a tight timeframe and prioritizing tasks according to an action plan. * Able to balance work and personal life where she mentioned that time management is an area she improved with time. Displayed planning skills in her ability to design work flow for the Orientation program. * Identified essential skills for planning which include team discussions, research, benchmarking, setting objectives and implementation. Essential CompetencyPlanning and Organizing Tendency to establish an efficient and appropriate course of action for self and others 1. Tell me about an example where you had to plan and organize a task in a short time-frame. 2. Tell me about your experience in purpose the Orientation program. Who did it involve? 3.What are the tools that you used for recruitment and selection since you did that in your previous job? 3 * Sho wed experience in leadership skills through her involvement in various committees where she acted as President. * Acquired skills in leadership by attending a multitude of forums on the subject * Showed experience in managing and coordinating team activities and assign/delegate responsibilities (approximately 17 people) * Managing emotional situations with staff with empathy. * Displayed firmness if employees do not complete a task they have been assigned. Identified that lessons learned from leadership are planning, being firm and having people accountable for their work. * Tries to sympathize and listen to employees. Essential CompetencyLeadership Promotes and generate of cooperation among the team to achieve a collective outcome 1. In your resume, you mention that you have leadership skills, can you elaborate more on this? How many people did you manage in your last job? what did you learn from that experience? 2. What are the best ways of improving the performance of a team? 3 .Demonstrate how you use your leadership skills to achieve project 4. What did you learn? 5. Please describe a time when you had to provide feedback to others on their performance. How did you go 6. What kind of feedback did you provide? 3 * She displayed professionalism and confidence when facing a conflict whereby she maintained her position or popular opinion bc it is based on facts and respected other peoples different opinion. * She seems a bit stubborn regarding her opinions which are based on facts. * Identified that best habituate and policies are the best way to address a problem r restrain a decision * She respects the hierarchy of the organization and the decision fashioning process should respect that hierarchy. Desirable CompetencyDecision-Making and problem solving (Desirable)Tendency to make swift decisions and judgments even in the absence of all necessary information. 1. Give me an example where you had to make decisions in the absence of your Manager? 2. How did it go? 3. What did you learn? 4. Tell me about a time when you had conflicting priorities and what you did to resolve them. 5. What kind of problems do you handle best? 2 * Uses IT in analysis at her work. * Developed a new system that combines IT and HR that can produce data and statistics relevant for HR and Finance. * Knowledge in ERP systems and KPI development. Desirable CompetencyData Analysis (Desirable)Tendency to analyze, organize, understand and present data. 1. What kind of IT skills did you acquire? How did you apply this in your work? 2. Tell me about a system you certain that helped organize the data. 3 * Candidate interested in the job since she feels that it provides growth to her career General CommentsInterview Evaluation ( group discussion) * Considerable experienced in all HR functions * Sufficient knowledge of management of office operations ( skills in IT and time management) * Good record in leadership and supervisory skills * convinced(p) and organiz ed. * Good skills in starting new projects * Has good initiative and self-motivation * May not have sufficient basic financial skills but is knowledgeable in excel sheets DecisionCandidate is accepted for the position and offer letter to be sent by recruitment office. Signature Date ALICO Insurance LLC P. O. box seat 2. UAE, Abu Dhabi Phone 00000000 facsimile 11111111 June 27, 2012 Hayyah Al Ali 11603, Abu Dhabi Dear Ms Al Ali, ALICO is pleased to offer you a job as an Office Manager of the First Nations Office located in Abu Dhabi. We trust that your knowledge, skills and experience will be among our most valuable assets. Should you accept this job offer, per company policy youll be eligible to receive the following graduation exercise on your hire date. Salary 45,000 AED monthlyBenefits ALICO provided benefits for employees, including the following Education assistance Health, dental, life and disability insurance Profit sharing Vacation and personal days To accept or decli ne this job offer Sign and date this job offer letter where indicated below. Fax all pages of this job offer letter back to us. This offer is valid for one month from the date of send. If we didnt receive any reply from you within a month this offer will be cancelled. For any clarifications, kindly contact Recruitment Department, Phone 897987789.We hope to welcome you on board personally. Sincerely, Abdulaziz Ali Recruitment Manager, Human Resources Accept Job Offer By signing and dating this letter below, I, Hayyah Al Ali, accept the job offer of Office Manager by ALICO. Signature_________________________________ Date_____________ Decline Job Offer By signing and dating this letter below, I, Hayyah Al Ali, decline the job offer of Office Manager by ALICO. Signature_________________________________ Date_____________ ALICO Insurance LLC P. O. Box 2. UAE, Abu Dhabi Phone 00000000 Fax 11111111 June 27, 2012Mr. Moamen Azab 11603, Abu Dhabi Dear Ms Mary, We appreciate your interest in A LICO and the position of Office Manager for which you applied. Though the selection committee appreciates the time you invested during the impanel interview, it has selected another candidate who has experience in human resources-a main requirement for the position. Thank you for interviewing with our team. Everyone enjoyed meeting you and we hope that you consider applying for our open positions for which you qualify in the future Sincerely, Abdulaziz Ali Recruitment Manager, Human Resources